Are You a Manager? A Coach? Be Both!

Blue baseball cap with According to Daniel Stewart of Stewart Leadership, there is a statement that lies beneath every manager’s ID badge: “I Coach.” Not every manager knows it’s there, he writes in “The 8 Skills of Great Coaching Managers.” Others may ignore it.

Either way, not embracing the role of coach will negatively affect managers’ impact on their employees, the organizations’ culture, and eventually the bottom line. Why?

 

Coaches are what they want

O.C. Tanner includes coaching as part of the continuous performance management that it identifies as one of 5 top culture trends in business for 2019 in its eBook “5 Culture Trends for 2019.” One-on-one conversations provide the opportunity for mentoring and coaching. The report also observes that, as Millennials move into leadership positions, their increasing influence includes the preference for coaches. 79% of them prefer a coach or mentor to a traditional boss.

Along with annual and quarterly reviews in a comprehensive performance management process, coaching contributes to an increase in employees’ sense of participating in a larger team effort. According the O.C. Tanner, when all three approaches are combined, employees are 120% more likely to experience their organization as one that inspires them to work toward a common goal. And as so many studies show, engaged employees are more productive employees.

Two business people sitting together at a computer. One is coaching the other.

How do you get there?

Help your managers and leaders develop and use their coaching skills. Stewart’s article provides a list of them along with insightful descriptions and open-ended questions that help leaders reflect on the integration of those skills into employee/manager communication.

Here is his list:

  1. Building Rapport
  2. Asking Questions
  3. Active Listening
  4. Providing Feedback
  5. Exploring
  6. Goal Setting
  7. Encouraging
  8. Recognizing

How is your organization doing?

Is coaching/mentoring an integral part of your performance management? Do your employees have the opportunity to interact with their managers in meaningful conversations, one-on-one, with regularity? Do they know they contribute to the organization’s goals? Check out Stewart’s article. When you read over the skills list and engage with his questions, which skills do you find are well practiced in your workplace? Which ones need attention?

Managers wear many hats. One of them should be a coach’s cap!

How we can help

If you’re interested in ways to automate employee feedback and performance reviews or the tracking of emails and organization communications, we might be able to help with products like Sage HRMS HR Actions®Multi-rater Feedback for Sage HRMS HR Actions, and Sage HRMS Alerts and Workflow. Take a look at these products, peruse our website, or give us a call. We’d be happy to talk with you to see if we could help you move toward your goals.

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Mary van Balen
Mary van Balen
Technical Writer at Delphia Consulting
Mary van Balen is based out of Columbus, Ohio and is a writer for Delphia Consulting. Mary contributes to the Delphia blog on Human Resources issues and Delphia Consulting and Sage product related updates.